Chief Sources of Bias in the Selection of Employees Essay

The journal article used in reference to stereotyping was retrieved from the The Journal of Experimental Psychology. The purpose of this article is to illustrate how being exposed to social stereotypes can subconsciously affect our behavior. The article explores the theory that if the self is compared to the social stereotype of a perceived out-group, a group with which one does not identify, one will subconsciously behave differently. Therefore, there will be disparities between the similarities

In place of a prospective employee's cognitive ability, the uniform guidelines insists on personality appraises, biographical information, and various consideration based on race and ethnicity as a base to "hire" the "right" number of appropriate racial and ethnic representations. The skills and technical expertise regarding a given job are regarded lowly especially in situations where a significant proportion of persons from the minority group lacks these skills.

Stereotypes and generalizations have negatively depicted the image and character of individuals and groups throughout time. In making these stereotypes we forget about the true character of the individual or group. Somehow throughout time what we have gathered and decided through stereotypes has created the everlasting image we have of one another, it's been hard to change the viewpoint ever since. Through the reading of this article and attaining continuous information of the harm of stereotypes are placing in our world we can start to move away from these unfortunate depictions.

Moreover, evaluators are more prone to assess groups of people rather than as individuals, basing their decisions on group stereotypes instead of individual past performances on a job, skills and abilities. Goldin research suggests that “some would claim that earnings differences for the same position are due to actual discrimination” (Goldin, 2014).

Many people have an oversimplified and erroneous view of a certain group of people. Stereotypes are typically associated with having negative connotations of a particular group of people. In many occasions, positive qualities of the group are overlooked and they are instead categorized by social norms created by stereotypes. Stereotyping affects everyone, whether it is through the discrimination of age, race, gender

It is explained that “almost any stereotype is true in some way” (73). They can be another form of a mindbug, which can lead one to judge or treat others in a way that they might not have if there was no stereotype associated with them in the first place. When people assume that all stereotypes are true, they begin to judge others based off of those stereotypes. For example, the stereotypes “Old people are forgetful” or “Women are nurturing” or “Asians are good at math” lead people to associate those thoughts with all elderly, all Asians, and all women which can drive our judgement of one another. The human mind tends to group traits together into categories which then affects our behavior. For example, when an individual is sick they go to a clinic, and they can place the doctors and nurses into a category as someone to trust and someone who is going to help them based on their clothing and behavior. This behavior then affects how the patient acts in that

Marques et al (2014) also alleged that the negative age stereotype that has a tendency to underrate the old employees, frequently force them to early retirement. The old employees are as well often barred from the brain storming that entails a creative thinking owing to the negative age stereotype as alleged by North & Fiske (2012) Who contended that society is bent to generate a view that old employees are not capable of thinking creatively. A negative stereotype regarding older employees could as well become a self-fulfilling prediction in the sense of stereotype risk that resulting in a drop in their output and assignment refusal that society perceive will cause a disappointment as remarked by Marques et al (2014).

Paludi, M., Paludi, C., & DeSouza, E. (2010). Understanding and preventing workplace discrimination. Basic and Applied Social Psychology, 31(2), 267-285.

According to Jeff Lipschultz, “Don’t Be A Victim of Interview Bias”, he shares many circumstances about Interview Bias and how to deal with them. A bias is an opinion about whether a person or idea is outstanding or inferior, that influence decisions. The article mentions eight biases which are can direct toward interviewees. Some biases can help candidates makes a good impression on the interviewer, such as The Halo Effect Bias, Stereotyping and Generalization Bias; Also, some others can be detrimental to the candidates, such as The Contrast Bias and The Gut Feeling Bias. However, a bias can generate by candidates; for example, Nonverbal Bias. Interviewer base biases on cognitive biases that cause them to evaluate the quality of the candidate

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

Once an applicant pool has been created, HR personnel can begin the selection process. Ideal screening devices have fairly high validity for predicting job performance and therefore those with moderate to high validity should be included in the new personnel selection system (Carlson, 2002). Initial screening devices would include application forms, resumes and biodata. Research by De Graaff and Ravenstein (2001) supports the recruitment of new engineers who possess some competencies in the humanities and social sciences subjects, strategic thinking, emotional and social intelligence. Therefore, applicants with education or related experience in these fields should be preferred. Furthermore, management needs to ensure that the persons we hire have both person-job and person-organization fit (Kelloway 2011). These two fits influence the attitudes, decisions, behaviours of employees in their work environment (Kristof-Brown, 2005). In other words, internal factors such as strategic goals are an important consideration in the recruitment process (Kelloway, 2011). Seeing as how the organizational culture encourages corporate social responsibility among employees, applicants with previous community service experience will be preferred in the screening process. HR personnel will

Unconscious bias is prejudices influencing individual thoughts and behaviours, influencing decision-making mainly owing to the judgements about other individuals and situations, without enough information. Unconscious bias affects the recruitment and selection in organisations as individuals or human elements have a significant contribution to the success of these processes (Beattie and Johnson 2012). The objective of recruitment and selection in any organisation is to attract the most potential and capable candidates therefore to select the most suitable applicants for appropriate jobs. Unconscious bias from stereotyping stems mainly from race and gender and has been studied in great detail from manufacturing, technology to the financial, and professional service industries (Collins 2007). However less research has been explored on unconscious bias affecting the recruitment and selection process within the retail fashion industry (Guryan and Charles 2013).

The mediator are presenting during process, thru the agreement between the parties. Legally binding in most judicial systems.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

I have reviewed Alamo Waste’s recruitment, selection, and retention efforts. I have identified some weaknesses. In the recruitment process, weaknesses include using Craigslist, unemployment offices and college job boards. The internet is a very good resource for recruiting, but there are more useful and trust-worthy job sites other than Craigslist. Another weakness is that interviews are brief and the questions depend on the interviewer. The interviews should be structured and consistent (Argosy University Online, 2016).